Case: Jiffy Lube University
- Human resources and informational resources were expertly utilized to best boost the company to success and improve financial numbers. Jiffy Lube saw a low number of their specialty oil sales and instead of blaming their technicians, managers or customers, the higher-ups decided to open a Jiffy Lube University in 2004. This shows that they believe the problem was a communication issue and by improving this and training the staff through “internal training and education,” it led to an increase in sales and was named the top organization for training. Jiffy Lube used humans, aka the ‘most valuable asset’ to their advantage by giving their employees and managers extra training in team building and team leadership exercises. By focusing on their staff, it only helps to improve morale and help them gain confidence in their work thus improving the overall atmosphere of their work life.
- Jiffy Lube University had programs for team leaders, leadership training, and management. The school delved in to finding the importance of leadership and management and having it as an influential tool to be taught to their staff thus increasing the likelihood of a successful friendly work environment for managers and their employees.
- The university used the management program by having the individual go through “learn and apply” simulations and have them graded based on how they worked the problem out. By giving the individual the ability to take control of a work problem/issue that could happen in real life, it helps them test their own leadership skills as they work to plan and determine the best route for the objective to take place. Organize this plan of theirs and then leading it to fruition. While taking the plan in action, the manager then works to control any mitigating factors and work to correct and complete any other objectives.
- I do not think teaching a universal approach to management would hurt the essence of management. Management/leadership skills are an ever evolving process as communication within the technical world enhances as well the idea of marketing and advertising to get the best success rate. Management has to learn and adapt to new ideals and strategies so having a universal understanding of the subject only helps to improve business.
- Jiffy Lube University is there for the employees to improve any skills within the workforce which shows the workers that their management cares about them and is there to help them succeed in their job. It is not there to set them up for failure or lecture them on poor sales but to bolster their resume and possibly promoting them to jobs that they never knew they could do. Managers are discovered when said people stand up and show not only the world, but themselves, truly what they are capable of doing. The school is there to encourage that train of thought and push them to the best of their abilities.
- If most companies had a school like that that delved in to those type of skills for whatever job type that is, I think I would really be interested in that. It is there to encourage you to improve yourself and makes you want to be better not only for the business that hired you but because you want to have monetary gain in future promotions.
Skill Builder 1-1
The best way to remember multiple people’s names is to constantly refer to them by their name in any sentence that you have that addresses that particular person. By using that person’s name, you are acknowledging their presence and have a respect for them by addressing them by their given title since birth. It constantly forces your mind to remember that name and the importance behind why you should know it.
Skill Builder 1-2
My best boss would have to be my BM1 (first class petty officer) at my first base in the USCG. As a military member, you are constantly forced to be independent yet accommodating as you are there to serve your country. Leaders are a necessity within the military. Through school, ranks, and leadership tests-leaders are taught but the successful ones have actual followers and earned respect amongst their crew. This BM1 was incredibly strong and supportive in my endeavors and wanted me to succeed in my career as a coastie. He led my unit to precision and made sure we followed our deadlines every time. His planning and leading never felt burdensome nor did I feel like he was a dictator type of figure. When our unit had to get through very stressful situations, he would make sure me and my coworkers were able to accomplish to his expectations but also cared about our well being and would make sure we were in a happy morale at all times.
My worst supervisor would also be another person in my career in the Coast Guard. My last unit had a BMC (Chief)who was truly a terror among me and my coworkers. Everyday, I was scared and anxious to go to work and be in that toxic environment. He rarely interacted with the crew and when he did, you could feel his annoyance and lack of interest being in our presence. He avoided taking responsibility for any disorganization and failed to plan efficiently. What I see as key differences among my best and worst supervisor would be the morale they could conjure up at their units. BM1 was a happy kind and understanding person. His personality showed compassion yet understood the importance of the cooperation of their crew. His ability to listen, get the job done, and also respect his employees showed a healthy happy work environment while my BMC made little appearance in supporting his staff. We were a means to an end for him and although he never said anything to hurt morale, it showed on his face and his overall lack of compassion for his crew made everyone on the base feel inadequate and depressed.
Skill Builder 1-3
I would like to work at a not for profit as an employee and hopefully work my way to manager. I have to see how I can best utilize my skills and not settle in a job that can truly make me happy and encourage me to succeed and improve.
Skill Builder 1-4
- B ; Spend time getting to know them personally, but make sure they maintain performance levels.
- B ; Tell Jill to do it again the right way and closely supervise the job.
- C ; Conduct a meeting to get the group members’ ideas. Select new hours together, with your approval.
- A ; Clearly explain what needs to be done and oversee his work. Discuss why the procedures are important; support and encourage him.
- B ; Discuss the problem with Padma. Help her realize that her personal problem is affecting her work. Discuss ways to improve situation. Be supportive and encourage her.
- A ; Ask her to put the cigarette out; then leave.
- C ; Have Sue and Tom sit down and discuss their conflict and how to resolve it. Support their efforts to implement a solution.
- A ; Discuss his problem and help him come up with ideas for maintaining work; be supportive.
- A ; set some goals together. Encourage and support her efforts.
- C ; Describe the benefits to Franco. Get his ideas on how to do it and check his progress
- B ; Discuss problem with Jean and ask her what can be done about it; be supportive
- D ; Explain the new method and get the group’s input on ways to improve and implement it.
I believe I am definitely a participative person. I like to listen and hear everyone’s opinion before coming to a shared decision because that promotes a healthy happy work environment. Compromise and solve the problem as a team any chance you can get. Chapter 1 gives a lot of technical terms about the early beginning stages of understanding the management position. The layout of the chapter helped to keep the extensive amount of information from being overwhelming. My favorite thing about Chapter one would be their list of objectives for the book we are about to study and read from throughout the semester. The simple message to developing your management skills: Practice! It helps to see the simplified vision to succeed when all the information can be truly terrifying. Yes, you must implement the many practices within the book and understand the concepts but you also have to take part in doing what is taught. Persistence and practice was the book’s wording and it helps bring me back down to Earth and not freak out about the process and development of it all. They also gave a great quote from a football coach who said that, “leaders are made by effort and hard work.” You do not have to be a handsome, rich, highly educated or even highly intelligent person in order to be a great leader. Give it your all and never give up is what will make you stand out.